UK Code of Conduct Template

Purpose and Scope

This policy sets the behavioral standards expected of everyone working for or representing [Organisation Name], including employees, contractors, and agency staff.

These standards apply across all working environments: company premises, client or supplier sites, work events, and online spaces where you are identifiable as representing [Organisation Name].

This document acts as an overarching framework. Where detailed policies (such as disciplinary, equal opportunities, or anti-bribery policies) cover specific subjects, those detailed policies take precedence.

Working through related paperwork at the same time? See also our US Code of Conduct Template, Anti-Bribery & Corruption Policy Template and Anti-Bribery & FCPA Policy Template.

Organisational Commitment

[Organisation Name] commits to fair treatment, honest business practices, safe working conditions, and responsive management. Leadership holds itself to these standards first. Managers must model correct behavior and address raised concerns promptly.

Behavioural Standards

Interpersonal Conduct

• Treat colleagues, clients, and the public with respect. We prohibit bullying, harassment, and victimization, including degrading jokes or banter.
• Ensure decisions regarding colleagues, candidates, or customers are free from bias or discrimination based on protected characteristics under the Equality Act 2010.
• Report any inappropriate behavior or misconduct you observe.
• Follow all health and safety instructions and procedures to maintain a safe workplace.

External Business Relations

• Maintain honesty in all operational and commercial representations.
• Handle customer grievances constructively using the [Complaint Procedure].
• Select and manage suppliers based on merit, adhering strictly to agreed payment and contract terms.
• Do not make public or media statements on behalf of [Organisation Name] unless explicitly authorized.

Conflicts of Interest, Gifts, and Hospitality

Conflicts of Interest

Disclose any actual, potential, or perceived conflict of interest to [Senior Role]. This includes secondary employment, family connections to suppliers or candidates, or personal financial interests in company decisions.

Gifts and Hospitality

• Declare any gift or hospitality exceeding [Amount] in the [Gifts and Hospitality Register] before accepting it.
• Refuse any gift or hospitality offered to influence a business decision, regardless of its value.
• Never accept cash or cash equivalents, in accordance with the Bribery Act 2010.

Asset and Information Security

• Use company funds, inventory, equipment, and working time strictly for official business.
• Submit expense claims only for legitimate expenses incurred in line with company policy.
• Protect confidential business, personnel, and client information during and after your engagement.
• Follow established IT usage and data protection policies when processing personal or organizational data.
• Keep all business records, including timesheets, safety logs, and financial entries, accurate and complete. Falsifying records is gross misconduct.

Raising Concerns

1. Report breaches of this code directly to your line manager or [Named Role].
2. For severe matters involving illegal acts, fraud, safety hazards, or cover-ups, submit a report through the whistleblowing procedure.
3. Management will evaluate and investigate raised concerns proportionately.
4. Retaliation or victimization against anyone reporting a genuine concern is strictly prohibited and will result in disciplinary action.

Implementation Procedure

1. Review associated policies (including disciplinary, equal opportunities, and anti-bribery policies) to align operations.
2. Define acceptable monetary thresholds for gift and hospitality declarations.
3. Adapt procedural requirements to match the specific operational risks of [Organisation Name].
4. Secure formal policy endorsement from senior leadership.
5. Distribute the policy to all personnel at onboarding and collect written or digital acknowledgments.
6. Re-evaluate procedural effectiveness following any formal conduct investigation or operational incident.

Breaches and Review Cycle

• Employees: Breaches are handled under the disciplinary policy, aligned with the ACAS Code of Practice on disciplinary and grievance procedures. Sanctions range from informal guidance to summary dismissal for gross misconduct.
• Contractors and Agency Personnel: Breaches may result in immediate contract termination.
• Record Keeping: [System/Location] stores all written or digital policy acknowledgments.
• Review Schedule: [Role] maintains this document. Review it [Frequency, e.g. every two years] or immediately after significant conduct incidents.

Policy Owner: [Role] Next Review Date: [Date]